The Faculty Council and the Trustees of Indiana University approved a vacation policy for 12-month academic appointees in 1967. (See [[Policy A-21]].) Vacations for academic-year appointees are expected to fall in with the academic year calendar, including some portion of the summer. The policy provides a one-month vacation each calendar year. This is generally interpreted as 22 working days of vacation. Vacation time is not cumulative and vacations may not be taken back-to-back. During vacation periods no compensation may be received for other employment; neither can additional compensation be expected in lieu of vacation. In 1967 the Faculty Council and the Trustees of Indiana University acted specifically to permit terminal vacation pay.

The Faculty Council and the Trustees of Indiana University approved a vacation policy for 12-month academic appointees in 1967. (See [[Policy A-21]].) Vacations for academic-year appointees are expected to fall in with the academic year calendar, including some portion of the summer. The policy provides a one-month vacation each calendar year. This is generally interpreted as 22 working days of vacation. Vacation time is not cumulative and vacations may not be taken back-to-back. During vacation periods no compensation may be received for other employment; neither can additional compensation be expected in lieu of vacation. In 1967 the Faculty Council and the Trustees of Indiana University acted specifically to permit terminal vacation pay.

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Librarians should consult the Bloomington Library Faculty Handbook, which contains the vacation policy for librarians (approved by the Bloomington Library Faculty Council on January 21, 1999).

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Librarians should consult the documents that outline the governing policies and operational rules of the Bloomington Library Faculty, which contain the vacation policy for librarians.

ACADEMIC TITLES

The Office of the Vice Provost for Faculty and Academic Affairs is the administrative office of the Bloomington Campus responsible for all matters pertaining to persons holding academic rank and title. A current listing of the academic ranks and titles which may be used in the Indiana University system is given in a policy approved by the University Faculty Council on February 13, 2001 and by the Trustees of Indiana University on April 4, 2001. (See Policy A-1).

Academic ranks and titles are assigned to individuals directly involved in carrying out the academic mission of Indiana University. In addition to the titles set out in Policy A-1, one additional title, Teacher, is employed for persons involved in instruction at pre-University level. (Academic titles for graduate students are discussed in Section C of this guide.)

Faculty Titles

The appropriate title for faculty positions is governed by the credentials of the appointee measured against the Faculty Council criteria for promotions (see Policy E-7) and is agreed upon by the appointing unit, the School Dean, and the Vice Provost for Faculty and Academic Affairs. Only tenure-track positions may be filled using faculty titles (Assistant Professor, Associate Professor, Professor). Full-time service in faculty rank counts in reckoning eligibility for sabbatical leave and the end of a tenure probationary period.

In 1990-91 the Bloomington Faculty Council considered the advisability of creating non-tenure-track faculty appointments. The Council took action in January, 1991, reaffirming that no changes in faculty status could occur without BFC approval, and expressing a commitment to review the status of teaching in the University. The subsequent review resulted in modifications to statements on teaching criteria (see Section E) but not in creation of non-tenure-track faculty status. See Policy A-2. Subsequent action by the Board of Trustees (see Policy A-1) constituted non-tenure track faculty appointments for whom policies were adopted by the BFC in April, 2002. (See section on Lecturer and Clinical Rank titles below.)

Librarian Titles

Use of the professional librarian titles (Assistant Librarian, Associate Librarian, Librarian) is governed by the criteria for librarian promotions and must be approved by the Dean of University Libraries. (See Policy E-8.) Professional librarian titles are used only for tenure-track positions. Full-time service in these ranks counts in reckoning eligibility for sabbatical leave and the end of a probationary period.

Lecturer and Clinical Rank Titles

BFC policy stipulates that non-tenure-track Lecturer and Clinical appointments be used only when such appointments are essential to the overall mission of a unit and must be justified with reference to that mission. The appropriate title is governed by the criteria for teaching and service contributions as set forth by the Faculty Council for tenure-track faculty promotions, and is agreed upon by the appointing unit, the School Dean, and the Vice Provost for Faculty and Academic Affairs. (See Policy A-3.)

Other Title Approvals

Choice of appropriate titles for all other academic positions is proposed by the unit and the School Dean and reviewed by the Office of the Vice Provost for Faculty and Academic Affairs at the time a new or vacated position is to be advertised. A listing of available academic titles can be found in Policy A-4.

Multiple Titles

In the case of persons with two titles, only one rank code is assigned. For faculty-administrators at the level of Associate Dean or higher, their rank is reflected as an administrative rank. All personnel matters relating to academic rank codes are administered by the Office of the Vice Provost for Faculty and Academic Affairs rather than by Human Resources Management.

Visiting Faculty/Lecturers

As with all other academic appointments, the unit recommends appropriate visiting titles, and the proposal is reviewed by the Dean of the School and the Vice Provost for Faculty and Academic Affairs in light of the appointee's credentials and the Faculty Council's criteria for promotion. (See Policy E-7.) Visiting appointments are on a yearly basis and can be renewed for no more than a second year. (See Policy A-1.) In fairness to the individual and to the unit, should an appointment beyond two years be desired, the individual is to be considered, along with other candidates, for any regular non-visiting vacancies which may occur in the unit.

Adjunct Faculty and Lecturers

The adjunct title is appropriate for individuals whose teaching appointments in an academic unit are “adjunct” or “auxiliary” to their primary career. Adjunct appointees include individuals whose primary appointments are outside the University, whose principal appointments are within the University in positions for which teaching is not an appropriate responsibility, or whose work in a second academic unit justifies a courtesy appointment. Adjunct appointments may be with or without compensation. (See Policy A-1)

Clinical Ranks

The prefix "Clinical" is used for appointees whose primary duties involve teaching students and residents/fellows and providing professional service in a clinical setting. Clinical rank faculty can hold the ranks of Lecturer or Senior Lecturer, or ranks from Assistant Clinical Professor to Clinical Professor. Full-time clinical rank faculty may be involved in research which derives from their primary assignment in clinical teaching and professional service; however, continued appointment and advancement in rank must be based on performance in teaching and service. Promotion in rank of Assistant and Associate Clinical Professors must follow the normal faculty procedures appropriate to the unit, including peer review by the primary unit and the campus promotion committees. Promotion of Clinical Lecturers to Clinical Senior Lecturers accompanies the offer of a long-term contract following a probationary period. (See Policy A-1.) Clinical rank faculty are eligible to vote in and for election to the Bloomington Faculty Council.

Lecturers

Lecturers are academic appointees whose primary responsibility is classroom teaching. Full-time lecturers may be assigned research and service responsibilities in support of teaching; however, continued appointment and advancement in rank must be based on performance in teaching. Reappointment of lecturers to long-term contracts and promotion follows a probationary period according to standards and procedures determined by the primary appointing unit. (See Policies A-1 and A-3.)

Professors of Practice

Professors of Practice are appointees who have achieved distinction in their fields of practice. They are individuals who bring unique practical experiences and talents that will benefit students. The main responsibility of Professors of Practice is teaching, although they may be assigned research and service responsibilities associated with their contributions to student development and placement. Reappointment of Professors of Practice to long-term contracts will be based on a performance review before the end of the probationary period. (See Policy A-1 .)

Research Ranks

To enhance its competitive recruitment situation for doctoral level researchers, Indiana University instituted a three-tier system of Research Ranks in 1981. (See Policy A-5.) Research rank appointments are appropriate for individuals who hold the terminal degree in their field, who have some postdoctoral experience (or its equivalent), and whose primary responsibilities will be research and service. Research rank appointees do not have instructional responsibilities. The following titles are used for these positions:

Sciences . . . . . . . . . . . Arts and Humanities

Assistant Scientist . . . . .Assistant Scholar

Associate Scientist . . . . .Associate Scholar

Senior Scientist . . . . . . . Senior Scholar

Research Position Creation

Recommendations from department chairpersons or institute directors for creation of a research rank position are reviewed and acted on by the school dean and the Vice Provost for Faculty and Academic Affairs. The appropriateness of the use of these ranks may be discussed with the Vice Provost for Faculty and Academic Affairs. Appointments at the rank of Assistant Scientist/Scholar normally are for one year, renewable contingent on evaluative review and funding. Associate and Senior Scientists/Scholars may be appointed for longer periods, dependent upon the nature of the assigned research mission, the individual's responsibilities, and funding prospects.

Research Promotion

While holders of research ranks are not eligible for sabbatical leaves or tenure-track/tenured status (except as successful applicants for faculty tenure-line positions), they are, as are faculty, eligible for promotion in rank, for voting in and for election to the Bloomington Faculty Council, and for participation in the IU Retirement Plan. They do not have instructional responsibilities except on a released-time basis and with the award of a part-time faculty title.

Research Associates and Postdoctoral Fellows

Research personnel who are not qualified for a research rank appointment but who are engaged in full-time research may be appointed as Research Associates or Postdoctoral Fellows. The title Postdoctoral Fellow is reserved for the temporary employment (1-3 years normally) of persons who hold the doctorate and are seeking research experience in preparation for pursuing a career in academe or elsewhere. In contrast, the Research Associate title may be a continuing one (dependent on evaluative reviews and funding) for individuals who will be employed under the supervision of a faculty member or holder of a research rank. The appropriateness of these titles in specific cases should be discussed with the Vice Provost for Faculty and Academic Affairs.

Visiting Scholars and Scientists

Short-term appointments of more senior visitors, with or without salary, in a research/creative activity capacity are made under titles such as Visiting Scholar, Visiting Scientist, Visiting Artist, etc. The credentials of those appointees normally include the terminal degree or its equivalent and stature within the profession or discipline appropriate to an appointment on the Bloomington Campus. Visitors who come to interact with departmental faculty in connection with their own research project, e.g., during a sabbatical or other leave, may be accorded such a visiting title. The credentials of proposed visitors will be reviewed by the Vice Provost for Faculty and Academic Affairs.

Emeritus Title

On the Bloomington Campus, the Emeritus title is granted to retirees upon recommendations of the department, school, and campus administration, and upon approval by the Provost.

Retirement Age

In 1937 the Trustees of Indiana University established a mandatory retirement age of 70 for all employees covered by the University's Retirement Plan. Federal law effective 1/1/94 eliminates a mandatory retirement age. While faculty and librarians must retire from administrative duties at age 65 (see Policies A-6, A-7 and A-8) they may continue with professorial and librarian duties. IU Retirement Plan participants between the ages of 64 and 70 and who were appointed prior to 1/1/89 may apply for "early retirement" under the University's "18-20 Plan." The plan is available to qualifying participants who have completed at least 18 years of participation in Retirement Plan 15 and 20 years of appointed full-time service at Indiana University (Policy A-13).

Occasion of Retirement

A campus committee is appointed each year to plan a dinner for retiring members of the faculty and retiring librarians, at which time recognition is given not only to those who are retiring but also to retirees generally. Acknowledgment of accomplishments in research, teaching, and services made for each new retiree at the dinner.

Indiana University, Bloomington, provides to its retired faculty and librarians privileges and perquisites in recognition of their years of service to the University. These privileges and perquisites (see Policy A-8) are reviewed periodically by the Bloomington Faculty Council in consultation with representatives of the emeriti and the Vice Provost for Faculty and Academic Affairs.

Access to Records

Access to employee records is governed by State law (Indiana Code 5-14-3), commonly referred to as the Access to Public Records Law, and by University policy. (See Policy A-9.)

ID Cards

Identification cards are provided at no cost to all University employees. Academic appointees may obtain IDs at the Indiana Memorial Union or in Eigenmann Hall (M-F 9:00-5:00). Appointment status will be verified, a picture taken, and a laminated ID card provided.

Benefits

Statements describing health care coverage plans, the life insurance plan, the retirement plan, and other benefits are included in Policy A-10. These statements are based on actions of the Trustees of Indiana University as of May 31, 2009. One can contact the Office of the Vice Provost for Faculty and Academic Affairs or the University Human Resource Services Office for current benefits information.

Domestic Partner Coverages

Registered domestic partners of IU employees are treated as spouses for the purposes of
the following benefit plans: medical and dental coverage, Fee Courtesy benefit, Basic
Life Insurance, and Personal Accident Insurance.
See also [1], for domestic partner coverages.

Benefit Plan Changes

In April, 1992, the BFC, in reaction to suggestions from the administration that a flexible benefits plan should be developed, passed a resolution to the Trustees that the faculty should be consulted before any move is taken that would have such tremendous impact.
The Council also expressed opposition to a policy of shifting compensation from benefits to salary. The UFC expressed similar concerns in 1992, citing especially retirement plan changes. (See Policy A-11.)

Life Insurance

The University provides, and covers the full cost of, life insurance for full-time academic appointees on at least an academic-year appointment (or 9 month, if not in a teaching position). The amount of coverage is twice the budgeted base salary rate to a maximum of $50,000 until age 65 when the amount of insurance is reduced. The life insurance benefit also provides some coverage for spouses/registered domestic partners and dependent children, as well as payments in the case of permanent disability prior to age 60 (up to a limit of $20,000). See Section F for coverage provisions during periods on leave from the University. Upon termination from a University appointment, a 30-day period of coverage is provided for conversion to an individual policy. The conversion period starts from the official date of termination--often the end of an academic year or the end of the summer. Insured academic-year appointees whose regular appointments terminate at the end of the academic year but who are then given appointments in the following summer session may continue membership in the plan during the summer session provided they pay their share of the premium through the Bloomington campus Human Resources Services Office.
A supplemental life insurance plan is available for full-time employees to purchase additional life insurance coverage at the employee's expense.

Health Care Coverage

The University offers employees comprehensive health care coverage, with a significant portion of plan costs paid by the University. Enrollment in these plans is typically effective from the date of hire. Coverage is available at four membership levels: employee, employee with child(ren), employee with spouse or registered domestic partner, and family. Federal law (COBRA) allows employees or their dependents to continue in the group health care insurance plan, for specified periods, upon termination of employment, divorce, death, or dependent children reaching the cut-off age. (See Policy A-10.)

Other Insurance

Tax Savings

A Tax Saver Benefit Plan, available to full-time employees, permits exemption from taxation of certain insurance premiums and health and dependent care expenses. There is also a Pre-Tax Commuting Expense Plan. These plans are described in Policy A-10.

Retirement Programs

One of five retirement programs is available to full-time and part-time academic professional employees, depending on the type of appointment, beginning date of appointment and percent of time employed (see Policy A-12).
Basically, eligibilities for the programs are:

Plan 11. 25. All professional academic and staff employees grade 15 and below and other academic and professional staff with 50% FTE for 12-pay status, 60% FTE for 10-pay status, or 65% FTE for 9-pay status hired before 7/1/99, as well as those who began prior to 7/1/89, who were enrolled in PERF, and who chose not to remain in PERF.

Plan 10. All academic and professional staff employees appointed to positions of at least 50% or more hired after 6/30/99.

PERF Plan. Those not eligible for Plans 15, 12, 11.25, or 10, or those who were enrolled in PERF prior to 7/1/89 and chose to remain in PERF.

Indiana University offers two supplemental retirement plans for employees (50% or more FTE), both of which are tax-deferred (see Policy A-16).
Further elaboration on the various plans and information about remuneration profiles and eligibility or benefits may be obtained from University Human Resource Services.

Early Retirement Programs

Two early retirement programs are available for certain participants in the IU Retirement Plans. The 18-20 Plan (Policies A-13 and A-14) is available to Plan 15 participants (see Policy A-10); the Supplemental Early Retirement Plan (Policy A-15) is available to Plan 12 participants hired prior to July 1, 1999. Administrators of academic units seeking information about the availability or applicability of the 18-20 Plan for individual academic appointees should consult with the Vice Provost for Faculty and Academic Affairs or University Human Resource Services.

Cashability

Qualifying participants in the IU Retirement Plan may upon separation or retirement elect to receive accumulations in cash, providing a "hold harmless" agreement is signed and other specified requirements are met. (Policy A-17).

Transferability

As of May 1, 1994, the IU Retirement Plan was modified to include a Transferability
provision. This enhancement provides participants with more levels and patterns of
investment diversification by allowing transfers between all investment options. This
transfer option applies to all accumulations under the IU Retirement Plan and the TDA
Plan (IU and employee contributions). Additional information regarding the transferability
provision can be obtained from University Human Resource Services (Policy A-18).

University Income Continuation Plan

The University's Income Continuation Plan for certain Plan 12 and Plan 15 participants includes a provision for monthly benefits during a long-term disability. The monthly income benefit under this plan is 60% of the monthly salary, reduced by (1) the amount of excess by which the sum of the monthly benefit and the primary monthly Social Security disability income benefit exceeds 70% of covered monthly salary; (2) the single life annuity then available from the IU Retirement Plan from standard premiums paid during IU employment assuming that all such premiums were made to the fund provider; and (3) any monthly disability benefit available under Workers' Compensation, occupational disease or similar law. Coverage is subject to a length-of-service requirement. Monthly income begins after the disability has continued for six consecutive months (Policy A-19).

Voluntary Long-term Disability

All full-time appointed employees are eligible to participate in the Voluntary Long-Term Disability Program, a program funded by the employee. The program offers payroll deduction group rates based on age, salary, and plan selected. The Long-Term Disability Plan also includes an optional level of benefits that provides for additional retirement annuity accumulations (as well as income benefits) and is not limited by a cap. Details are available from University Human Resource Services website at http://www.indiana.edu/~uhrs/benefits/.

Liability Insurance

The University maintains liability insurance to provide financial protection for itself and for members of its faculty and non-medical staff (executive officers, trustees or employees while acting within the scope of their duties as such) from claims alleging bodily injury, property damage, or personal injury. Coverage includes the cost of providing legal services to defend the University and its faculty and staff, as well as any court-awarded damages or settlements reached, including court costs.

Employee Assistance Services Program

IU EAP Services is a confidential resource available to all full-time academic and staff employees and their household members for counseling and stress management. Examples of concerns for which EAP services may be sought include separation or divorce, workplace conflict, and relationship problems. Licensed Master’s-certified clinicians are available for consultation 24 hours a day to assess needs, provide counseling, and make referrals. (Phone 1-888-234-8327, toll-free.)

Fee Courtesy

The University offers a subsidy toward the tuition costs associated with attending Indiana University to appointed full-time (100%) faculty and staff, appointed full-time faculty and staff on an approved leave of absence, IU Retirees, disabled former employees receiving long-term disability benefits from a University-sponsored plan, the Social Security Administration, or PERF, and to the spouses, registered domestic partners, and dependent children of persons in any of these categories. The benefit for employees, spouses, or registered domestic partners is a subsidy of covered tuition up to a dollar maximum per semester based on per-credit-hour rates and class standing. The fee courtesy for dependent children is a subsidy of 50% of the Indiana resident undergraduate rate for a maximum of the first 140 credit hours. Special fees such as those for applied music, teaching laboratories, education early experience, dissertation research, rental of special equipment or facilities, and fees for non-credit courses are excluded. (See Policy A-20.)

Vacation Policy

The Faculty Council and the Trustees of Indiana University approved a vacation policy for 12-month academic appointees in 1967. (See Policy A-21.) Vacations for academic-year appointees are expected to fall in with the academic year calendar, including some portion of the summer. The policy provides a one-month vacation each calendar year. This is generally interpreted as 22 working days of vacation. Vacation time is not cumulative and vacations may not be taken back-to-back. During vacation periods no compensation may be received for other employment; neither can additional compensation be expected in lieu of vacation. In 1967 the Faculty Council and the Trustees of Indiana University acted specifically to permit terminal vacation pay.

Librarians should consult the documents that outline the governing policies and operational rules of the Bloomington Library Faculty, which contain the vacation policy for librarians.

Holidays

Official holidays for 12-month academic appointees are: New Year's Day, Martin Luther King Day, Memorial Day, July 4th, Labor Day, Thanksgiving Day, and Christmas Day. Additional time during the fall, spring, or winter break and Thanksgiving must be taken as vacation days.

BENEFIT TABLE

Conditions and perquisites associated with each of the academic titles are shown in the following tables: